1. Data Handling
Analytics moved to the center of the recruiting process in 2018. This increased reliance on data means that data protection is quickly becoming a top priority in talent acquisition. In 2018, companies started to transition as the EU implemented a new data protection act called the General Data Protection Regulation (GDPR). This new data compliance regulation has created a shift in European recruiting practices. GDPR allows candidates to have more control over their personal information and changes how companies handle their data, a trend that looks likely to continue in the United States
2. Increasing the “Top of the Pipeline”
The Ed Tech industry is currently experiencing accelerated growth, strong government support and an appetite for technological innovation that can further support a tech-enabled population. This investment into the industry has begun to put stress on talent pipelines and a candidate shortage is now being realized as HR teams scramble to accommodate the requirements set by companies looking to capitalize on this growth. Proactive talent sourcing will become a must-have recruitment strategy in 2019. Talent sourcing is an essential part of increasing your top of pipeline. Most candidates are not actively applying for jobs but are open to hearing about new opportunities. Talent sourcing also provides employers with a large candidate pool. This allows a recruiter to begin a search with a large database of potential candidates.
3. Flexible Working Conditions
Flexible working conditions are increasingly becoming common practice for companies around the world and are a valuable piece when drawing in top candidates. Offering flexible conditions to your future and current employees displays trust in your employees and empowers them to be more productive. A flexible schedule allows employees to have a better balance between their work and personal life. One of the biggest appeals of flexible working conditions is the opportunity to work remotely. Offering remote work significantly expands the talent pool when searching for candidates.
4. Employer Branding
It is now common practice for job seekers to research a company’s reputation before applying for a job. A company’s reputation and branding can influence whether a candidate decides to apply for a position. Employer’s must be aware that maintaining a positive brand is now an essential piece in attracting and retaining top talent. Potential candidates now have more avenues, such as Glassdoor, to discuss their experiences. Companies with negative reviews often struggle to retain and attract top talent to their jobs. Maintaining a positive employer brand will have a significant impact on attracting top talent.
5. Candidate Experience
Candidate relationship management is also a reoccurring issue in talent acquisition. Maintaining relationships with your candidates will give you a strong competitive edge in the hiring market. Talent relationship management is another important piece that companies often overlook. Cultivating relationships with the talent that exists within your company is an increasingly important hiring tool. Candidate relationship upkeep is an integral part of the hiring process that begins with the first interview. Maintaining strong relationships with top talent will give you larger pools of candidates when you begin new searches. Candidates will often make a decision on a job based on the experiences and relationships they have created during the interview process.